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Last Updated on March 24, 2020

12 Bad Leadership Qualities to Be Aware of

12 Bad Leadership Qualities to Be Aware of

Have you ever heard of the “Peter Principle”? It’s the idea that in any business people get promoted based on their success at the job they’re currently in. This advancement only stops when they reach a level where they don’t excel anymore. They have gone beyond the place where they were competent, thus getting stuck at their level of incompetence.

This principle is based on the notion that success in one area does not necessarily correspond to success in other areas. This is how bad leaders are made, getting promoted to a position they just aren’t qualified for.

For example, just because someone is a good salesperson doesn’t mean that they can lead a sales team.

Take a minute to think about the best boss you’ve had and compare that to the worst boss you’ve had. Can you remember what it felt like to work for each? You can likely remember the feeling of working for each clearly. But can you identify the qualities that made the leader good or bad?

It’s important to be aware of bad leadership qualities when you see them as this will help you define your relationship with your own boss and improve your personal leadership qualities.

12 Bad Leadership Qualities

These are 12 bad leadership qualities to be aware of.

1. Conflict Avoidance

Whether it’s between department heads or team members, dealing directly and decisively with conflict is essential. By not dealing with it or just hoping that it will go away, a bad leader is just letting the situation fester. They will still have to deal with it, but by the time they do it will have morphed from a small conflict into a serious situation.

Good leaders know that they can’t make everyone happy and that making these hard decisions is in their job description.

2. Lack of Flexibility

Long gone are the days when you could adopt one management style for your whole career. Good leaders know when and how to adapt their management style. They also know their team members and understand how to motivate them individually. In today’s world, nothing says bad leadership more than an unwavering authoritarian boss.

3. My-Way-or-the-Highway Mindset

People like to think that they came into their leadership position due to their knowledge and expertise. While that may be true, it can lead to arrogance and inflexibility. Part of being a leader is inspiring the team to greater things. Unless they have the autonomy to work out problems on their own and, yes, even make mistakes, they won’t stay motivated.

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4. Rationalizing Poor or Unethical Conduct

It doesn’t matter how smart or talented a leader is; if they rationalize bad behavior from themselves or others, they are doomed to failure. It’s an easy thing to fall into, but rationalizing unethical business practices because of some short-term gain always catches up with them.

5. Lack of a Track Record

Success breeds success. While past performance isn’t a guarantee of future success, the fact is that hiring someone who has a proven track record of success is less risky than hiring someone who doesn’t.

6. Inability to Create or Conform to a Company Culture

Creating the right company culture serves to empower and uplift teams. It has company-wide implications, and if not embraced and utilized by the leader, there will be a negative effect on ROI.[1]

7. Poor Communication Skills

Leaders need to be able to effectively communicate in a variety of ways and with a variety of people. A person with poor communication skills cannot effectively share the company’s goals, mission or strategy to achieve them. Being able to communicate effectively, both verbally and in writing, is a must for any leader.

8. Self-Centered

Besides being miserable to be around, self-centered people make poor leaders. If a leader is self-centered, they will take credit for the successes and place blame for the failures. Eventually this leads to staff becoming demoralized and the business failing.

The Rotary Club has a saying: Service Above Self, coined by Rotarian Arthur Frederick Sheldon. This means that “only the science of right conduct toward others pays. Business is the science of human services. He profits most who serves his fellows best.”[2]

9. Unpredictability

This can take many forms. A team needs to be able to predict what the boss wants in order to have any kind of autonomy doing their jobs. Without it, they will be forced into a system of micromanagement. Having to okay every decision for fear of reprisal is a failure of leadership.

Additionally, employees need a sense of stability in order to feel safe. If employees know that the boss’s reaction to bad news is dependent on their mood that day, it can stop the flow of vital information. It also means that they will constantly be walking on eggshells around that boss.

Finally, people who say or do things without thinking first make very poor leaders. The bottom line is that sending mixed signals is one of the bad leadership qualities that will doom a business to failure.

10. Not Forward-Thinking

Being satisfied with the status quo is never a good thing for a leader. It signifies that they are more concerned about surviving than growing and thriving. Good leaders are forward-thinking and keep their businesses at “the tip of the spear” of change and innovation.

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11. Know-It-All

Good leaders know just how much they don’t know. They have no desire to be right or even be the smartest person in the room. Good leaders know who and when to ask for advice.

Know-it-alls, on the other hand, rarely take advice or even input from anyone other than a superior. They do not take advantage of the huge amount knowledge and talent that’s available to them.

12. Not Focused on the Customer

A leader must be focused on the customer. They need to know exactly who they are serving, what their needs are, and how the company can work to fulfill those needs better than the competition. If the leader in your organization isn’t focusing on the customer, you can be assured that there’s a leader from a competitor that is.

Why People Stay With a Bad Leader

When you have a bad leader, the simple solution is to just quit and find another job, but it’s rarely as simple as that. People stay in stressful and unhealthy relationships all the time; the work relationship is no different. But why do they stay?

There are a myriad of reasons people stay working for a bad leader, but they are mostly tied to basic human psychological dynamics.

Feeling Emotionally Drained

When dealing with a high stress situation day after day, it becomes emotionally draining. They may want to find something else, but they just don’t have the energy to do it. It’s also not a good idea to quit a job without having another job lined up. However, it’s hard to get another job lined up when you’re emotionally exhausted all the time. Stressful work environments can also make it hard to envision more positive situations that may be out there.

Loss Aversion

Not wanting to give up something that you already have is another reason people stay with a bad leader. The thinking goes like this: “He/She is a lousy boss, but this might be the best job I can get.” In psychological terms, it’s a concept called “Loss Aversion.”

Love for the Job

Some people stay because they really love the job even though they hate the boss. The work is highly meaningful to them and gives them a sense of purpose and emotional satisfaction.

Hope of Change

Finally, there’s always that hope that the boss might change their ways. It rarely happens, but there’s still hope.

How to Deal with Bad Leadership

If quitting is not an option, there are some strategies you can use to deal more effectively with a bad leader. While the exact strategy to use depends on the specific bad leadership qualities of your boss, we do have some good general recommendations.

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Identify the Motivation

The first thing you want to do is observe. You want to identify your boss’s triggers and motivations. What is important to them?

Keep in mind that they may not be aware of their own motivations, but if you are observant, you can make reasonable assumptions on the following:

  • Are they worried about how they look to their colleagues or superiors?
  • What (if anything) seems to make them happy?
  • How do they measure success in themselves and others?
  • What do they care about most?
  • What frightens them?

By understanding a leader’s personality, motivations, and triggers, you can frame your interactions accordingly. For example, when presenting an idea to a leader who is a know-it-all, try to give them a way to “share” in the credit.

Instead of saying, “I think we could save money by changing how we do X and instead do Y,” you’d be better off phrasing it this way: “Hey, I’d like to get your opinion. Do you think we could save money on X if we change it to Y?” This will give them an out, and in their mind, they can take (at least partial) credit for the idea, so it is more likely to be implemented.

Don’t Sabotage

It can be tempting to try to “even the score” by working slowly, taking extra days off, or abusing mental health and sick days. However, all that does is make the situation worse. You need to have good working relationships with your coworkers as well as other leaders within the company.

You also don’t want to let it affect your work. Keep the quality of your work high. Unless you have another job lined up, you don’t want to lose this one.

Anticipate

Try to anticipate the leader’s wants, needs, and expectations. By doing this, you can stay one step ahead of them. This is especially helpful if your boss is a micromanager.[3]

Clarify

Good communication skills are a must for any organization. Unfortunately, one of the most common bad leadership qualities is poor communication skills. Instead of relying on a leader with poor communication skills, you need to take control of the situation.

There’s a tried and true method to when trying to get clarity from someone. Simply repeat back to them what they said and have them listen. “Okay, this is what I heard you say. Is that what you meant?”

If it is, you have achieved clarity; if it isn’t, it gives them a chance to explain further.

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This technique works well when you are assigned a new or different task as well as when handling disputes with the boss.

Take Care of Yourself

Poor leadership and bad bosses make for a stressful and exhausting workday. Don’t let it damage your physical or mental health. Do the following to take care of yourself.

Get Plenty of Exercise

One of the best ways to reduce stress is through exercise. It not only reduces stress, but it also keeps you healthy and away from the more harmful ways to reduce stress, like drinking, smoking, and drug use.

Keep a Healthy Diet

A high-stress work environment will take its own toll on your body. Stress is a known factor in both heart disease and stroke. Minimize these risks by maintaining a healthy diet.

Have a Support System

Having someone you can talk to is important any time you are in a stressful situation. Being able to vent and talk with someone always helps. You can bounce ideas off them, and they may give you advice or a perspective you haven’t considered.

Get Enough Sleep

The connection between quality sleep and heart health has been well established for some time now. However, our understanding of the interaction or cause and effect has evolved over time. It is now believed that poor quality sleep contributes to things like coronary artery disease, peripheral arterial disease, congestive heart failure, stroke, and heart attack.[4]

Conclusion

In an ideal world, we would all have good, competent leaders and managers, ones who uplifted us, helped us succeed, and made us feel valued. However, studies have shown that “75% of Americans say their boss is the most stressful part of their workday.”[5]

It’s obvious, then, that this is a very common phenomenon and one that’s not likely to change anytime soon. Your best bet is to learn how to deal effectively with bad leadership until either you or they leave. Regardless, always keep in mind that a job is never worth your health or family relationships.

Featured photo credit: You X Ventures via unsplash.com

Reference

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David Carpenter

Lifelong entrepreneur and business owner helping others to realize the American Dream of business ownership

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

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